Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you continue browsing the site, you agree to the use of cookies on this website. See our User Agreement and Privacy Policy.

Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you continue browsing the site, you agree to the use of cookies on this website. See our Privacy Policy and User Agreement for details.

4.
The role of career adaptability in skills supply – Technical reportTable of Graphs and ChartsFigure 1 Characteristics of the UK sample ................................................................................... 7Figure 2 Change in qualification level of UK sample................................................................... 8Table 1 Comparing start and current sector of employment for UK sample by gender .......... 9Figure 3 Composition of the UK sample by sector .................................................................... 10Figure 4 Characteristics of the Norwegian sample .................................................................... 13Figure 5 Change in qualification level of Norwegian sample ................................................... 14Table 2 Comparing start and current sector of employment for Norwegian sample bygender ................................................................................................................................. 15Figure 6 Composition of the Norwegian sample by sector....................................................... 16

5.
The role of career adaptability in skills supply – Technical report1 Introduction1.1 Content and purposeThere are two separate, but inter-related reports for this study. The first comprises themain document and reports on the findings from the research study and presents ananalysis of the findings. This, the second document, is the ‘Technical Report’, whichdetails the research approach and methodology implemented to examine careeradaptability.The Technical Report is divided into five sections, including this introduction. Theintroduction reports on the research approach adopted and details the internationaldimension of the study. The second section provides an account of the primary datacollection undertaken in the UK reporting on the design and pilot of the interview guide,data collection and the sampling methodology. The third section reviews the secondarydata analysis and sampling methodology undertaken with interviews carried out inNorway in 2010. The fourth section discusses the data analysis phase of the study,including the development of the framework for analysis and the process of analysing andinterpreting the results of the interviews. The final section of the report summarises thekey findings and issues arising from the methodology adopted. The appendices includethe interview guide and participant consent form from the UK and Norway interviews.Case study summaries developed from the interviews are available from:Jenny.Bimrose@warwick.ac.uk.1.2 Research approachThe research methodology for this study comprised:• a literature review;• primary data collection and analysis of 32 digitally recorded telephone interviews with UK research respondents who had already given their consent to be interviewed; and• secondary data analysis of 32 Norwegian interviews completed in 2010. 1

6.
The role of career adaptability in skills supply – Technical reportThe literature review investigated and then drew together the various national andinternational strands of work on career adaptability. Findings from the review underpin theanalysis of career adaptive behaviour presented in the main report.Details of the primary and secondary data collection phases of the study are detailed inSections 2 and 3, respectively. The study builds upon evidence from two substantialinternational research studies, which will be detailed next.1.3 International dimensionsThe research methodology first, exploited data recently collected from a relevant studyundertaken in the UK and Norway and second, used and extended a detailedconceptualisation of career adaptability derived from an on-going international study inwhich the research team is participating.Survey of individual career development and continuing vocational trainingFirst, the ten country study on ‘Research into forms of individual career development andContinuing Vocational Training’ commissioned by the European Commission from 2008to 2010 (see Brown et al., 2010) provided details of all the Norwegian and most of the UKsurvey respondents who were willing to be interviewed. The respondents were mainlyhighly skilled and were working or had worked in health, engineering or ICT fields,although smaller groups of career changers and low skilled workers were also targeted.The 32 Norwegian participants were interviewed in 2010 as a follow-up to the survey, butbefore this current study. The project investigated employees’ responses and strategiesas they were required to cope with more flexible work and employment, changing skillsrequirements and instabilities at work. For details of this study go to:http://ec.europa.eu/education/more-information/doc/2010/warwick_en.pdf.International study of career adaptabilitySecond, a detailed conceptualisation of career adaptability was derived from an on-goingtwenty country study in which members of the research team are participating (Savickasand the Life-design International Research Group, 2008). Whilst career adaptability isderived from a psychological perspective, it is also influenced by psycho-social factors(through the interaction with others) and structural factors, such as the provision ofcareers guidance and other forms of support in making transitions (see Section 2 in themain report). 2

7.
The role of career adaptability in skills supply – Technical report2 Primary data collection (UK sample)This section of the Technical Report details the primary data collection phase of thestudy. The design and piloting of the interview guide used in this phase is describedtogether with the data collection methodology. The final part discusses the samplingmethodology adopted and presents an overview of the main characteristics of theinterviews.The primary data collection phase of the study comprised digitally recorded 32 interviewsconducted by telephone. Four researchers conducted the interviews using an agreedinterview protocol, the development of which is discussed in section 2.1. All fourresearchers are experienced qualitative researchers who, over the last decade, haveconducted interviews, analysed interview data and constructed strategic careerbiographies for hundreds of respondents in a series of projects on guidance, learning andcareers.2.1 Designing and piloting the interview guideThe semi-structured interview protocol was derived from the international study of careeradaptability (see Savickas and the Life-design International Research Group, 2008) andfindings from the survey commissioned by the European Commission (see Brown et al.,2010). To develop the interview guide items from the Career Adaptabilities Inventory andcore international items were identified and mapped against qualitative descriptors.These open-ended descriptors are:• career development orientation, with different possible ways of categorising (Lifestyle orientations, career decision-making styles, etc.);• tensions evident between an individual preference for control and contextual constraints out of an individual’s control (e.g. partner’s relocation, illness, redundancy, etc.);• self reflexive, exploratory approach with a high value on learning formally and informally;• relational, collaborative, cooperative way of being and doing; and• tensions evident between past experiences and present circumstances. 3

8.
The role of career adaptability in skills supply – Technical reportFrom these descriptors interview questions were developed. The questions weredesigned to take account of individuals’ lived experiences and draw out how theseexperiences may have shaped and changed the way individuals think about andapproach their career. The aim was to not only capture actual behaviours that haveemerged from lived experiences, but also reflections on what had been learnt and how atransition may be managed differently in the future. The interview themes included:• learning, challenges, patterns of interaction at work (both current and in relation to their career history);• evolving attitudes, values and behaviour towards learning, work and careers, plus learning and career trajectories;• processes of change, significant episodes of substantive learning and development (whether at work or in education and training) across the lifecourse and applying skills, knowledge, understanding and experience across employment, education and training contexts;• future strategies in relation to learning, working and career development;• different forms and modes of learning in relation to skills and knowledge linked to development in different domains (psycho-motor skills, cognitive skills and the affective domain) and whether learning was linked to upskilling, reskilling or perspective transformation;• proactivity in learning and development, such as the extent of self-directed learning, control, curiosity, cooperation, confidence, concern and willingness to seek new challenges etc.;• perceived influences on, and barriers to, intergenerational engagement with learning and development; and• different patterns of support for learning and development of career adaptability.The interview protocol was piloted with two interviewees. The interviews took over anhour to complete. After a review of the pilots, the guide was revised. As an additionalcheck on reliability, a joint review was conducted after each interviewer had conductedthree interviews to ensure the quality of the data being generated for each theme. Nofurther minor amendments in the approach were required. The final version of theinterview protocol can be found in Appendix 1. It was designed to enable a detailed 4

9.
The role of career adaptability in skills supply – Technical reportunderstanding of an individuals’ career pathway, their transitions and what had beenlearnt, plus future expectations and approaches to change.2.2 Data collectionFor data collection, semi-structured interviews were conducted by telephone using theinterview guide. This type of methodology enabled rich data on individuals’ careerpathways and transitions to be collected.Interviewees were drawn from two previous studies (where they had given consent toparticipate in further research) and a pool of interested parties. Firstly, participants of thesurvey commissioned by the European Commission, of whom 59 had already agreed tobe interviewed by the research team, were contacted by email and telephone (Brown etal., 2010). Background information on these participants had been collected from thesurvey, so interviews were focused on checking and updating survey information andgaining a better understanding of the transitions experienced by the individuals. Similarly,participants of a previous longitudinal study on career guidance (29 who had given theirconsent to be contacted again) were contacted and information sent (Bimrose et al.,2008). Consent from these participants had already been gained. A third set of individualswere contacted through personal networks, in order to try to extend the range ofbackgrounds of participants, regarding the study and asked if they would participate.These individuals were contacted to ensure the required number of interviews wasundertaken in the timeframe. In total, 32 individuals agreed to be interviewed within thetime constraints of the study.Prior to the interview, information about the study was sent together with a consent form(see Appendix 2) to all participants. Informed consent was gained when the interview wasset up and again at the start of the interview. All those agreeing to participate were askedto complete and return the consent form. The telephone interviews were digitallyrecorded with the consent of each participant. In some instances, verbal consent wassought from participants and recorded. Interviews were conducted by telephone at a timeconvenient to the interviewee. Interviews lasted between 40 and 105 minutes.The approach adopted allowed individuals to give full and reflective accounts of theircareer pathway and experiences to date. Many talked about their future aspirations and 5

10.
The role of career adaptability in skills supply – Technical reporthow this had been shaped by their experiences. All participants spoke freely about theirexperiences.2.3 Sampling methodologyData were collected from a variety of individuals to ensure a varied and interestingsample. The criteria for sampling, within the parameters of potential participants whohave given their consent to be interviewed, was agreed with the UK Commission.Researchers were selective in the sampling, but only to the extent of ensuring a balanceof male and female participants across the age range employed in a variety of sectors(more information on the sample is presented in the next section). Women outnumberedmen, which is typical of research populations generally, where volunteers are sought. Interms of age, the Norwegian sample had an older profile than that of the UK sample.Data were collected for different purposes in different country contexts, so exactcomparisons are not possible. Key differences are:• more detailed information was recorded on employment status for the UK sample than the Norwegian sample;• the qualification frameworks in the UK and Norway are not comparable; and• the UK sample was drawn from a variety of sectors, compared to the Norwegian sample which was drawn from five sectors.2.4 The UK sampleThe following provides an overview of those who agreed to participate in the study.Of the 32 interviewees comprising the UK sample, 62.5 per cent (n=20) were female and37.5 per cent (n=12) were male. A small proportion of the interviewees 9 per cent (n=3)and 3 per cent (n=1) were aged 19-29 years and 60 plus, respectively. Higher proportionswere aged 30-39 years (28 per cent, n=9), 40-49 years (28 per cent, n=9) and 50-59years (31 per cent, n=9). Nearly half of interviewees were in full-time employment at thetime of the interview (47 per cent, n=15). Nineteen per cent (n=6) of interviewees were inpart-time work, 22 per cent (n=7) were self-employed and the remaining 13 per cent(n=4) were unemployed (one of these interviewees was in full-time education). 6

11.
The role of career adaptability in skills supply – Technical reportThe following figure shows the breakdown of the sample by gender, age and employmentstatus.Figure 1 Characteristics of the UK sampleBase: UK sample of interviewees (n=32)Interviewees were questioned about their qualification level at the start of their adultworking life and their current highest qualification level (see Figure 2). Qualifications weremapped to the National Qualifications Framework (seehttp://www.warwick.ac.uk/go/glacier/qual/compare/). A high proportion of the male and 7

12.
The role of career adaptability in skills supply – Technical reportfemale interviewees (59 per cent, n=19) started their adult working lives with a Level 6qualification (including degree, graduate certificate and diplomas). Significant proportionshad gained Level 2 (13 per cent, n=4) and Level 3 (16 per cent, n=5) qualifications. Of theremaining only 1 interviewee (3 per cent) had gained a Level 7 qualification (includingpostgraduate qualifications such as a MA or MSc).Figure 2 Change in qualification level of UK sampleBase: UK sample of interviewees (n=32) 8

13.
The role of career adaptability in skills supply – Technical reportThese proportions shifted dramatically when interviewees were asked about their currenthighest qualification suggesting that the majority of the sample have been engaged informal learning activities during their career. Forty-four per cent (n=14) of intervieweesreported to have a Level 7 qualification and 9 per cent (n=3) had a Level 8 qualification(includes a Doctorate). Significant proportions of interviewees had achieved a Level 6qualification (28 per cent, n=9) and a Level 3 qualification (13 per cent, n=4). Oneinterviewee currently held a Level 4 and the remaining interviewee held a Level 5qualification.Interviewee work histories were recorded during the interview. From this information, thesector in which interviewees started their career can be compared to the sector they arecurrently employed in. The following table shows this information by gender.Table 1 Comparing start and current sector of employment for UK sample by gender Starting Current Starting Current SIC2007 sector sector sector sector (female) (female) (male) (male) C Manufacturing 1 G Wholesale and retail trade; Repair of motor vehicles and 3 1 2 motorcycles I Accommodation and food 1 1 service activities J Information and 1 1 1 communication K Financial and insurance 1 1 2 activities M Professional, scientific and 5 5 1 technical activities N Administration and support 4 1 1 1 service activities O Public administration and defence; Compulsory social 1 1 1 security P Education 1 7 1 3 Q Human health and social work 5 3 1 2 activities S Other service activities 1 1 Unemployed/Full-time student 1 1Base: UK sample of interviewees (n=32)Note: Cascot (Computer Assisted Structured COding Tool) was used for coding, for more information see:http://www2.warwick.ac.uk/fac/soc/ier/publications/software/cascot. 9

14.
The role of career adaptability in skills supply – Technical reportTable 1 shows that the composition of the sample by sector has changed whencomparing the sector they started their career in to the sector they are currently employedin. This is clearly shown in the following figure.Figure 3 Composition of the UK sample by sectorBase: UK sample of interviewees (n=32)Note: Cascot (Computer Assisted Structured COding Tool) was used for coding, for more information see:http://www2.warwick.ac.uk/fac/soc/ier/publications/software/cascot.Key: C Manufacturing; G Wholesale and retail trade; Repair of motor vehicles and motorcycles; IAccommodation and food service activities; J Information and communication; K Financial and insuranceactivities; M Professional, scientific and technical activities; N Administration and support service activities; OPublic administration and defence; Compulsory social security; P Education; Q Human health and social workactivities; S Other service activities 10

15.
The role of career adaptability in skills supply – Technical report3 Secondary data analysisTogether with the collection of primary data, the study also included secondary dataanalysis of 32 interviews conducted in Norway which is the focus of this section. TheNorwegian research was separately funded and the interviews addressing issues ofcareer adaptability were undertaken in 2010. Edited transcripts were produced in Englishfor analysis and inclusion in this study.A qualitative comparison of successful transitions in the UK and Norway was undertaken.Norway is an interesting comparator because it has a buoyant labour market and lowunemployment. Comparing data helps us answer the question relating to the extent towhich career adaptability takes different forms in different structural contexts. Careeradaptability was found to be influenced by the dynamic interaction between structure (e.g.labour markets and organisational) and agency (i.e. individual).The secondary data analysis used 32 existing interview transcripts from Norway. It wasframed around the extent to which the development of our understanding of careeradaptability and skills accumulation can provide a platform for the promotion,development and support of career adaptability in a UK context.3.1 Sampling methodologyData were collected from a variety of individuals to ensure a varied and interestingsample. The criteria for drawing the broad sample was the same as for the UK:individuals were contacted who had participated in the previous European Commissionproject, which had focused mainly upon highly skilled workers in health, engineering andICT, and had given their individual consent to be interviewed (Brown et al., 2010). TheNorwegian sample for the survey research had in part initially been raised by contactingsome large companies in target sectors (health service; oil and gas industry; public sectorIT department; transportation), which explains the narrower distribution of current sectorsin the Norwegian sample. The interviews took place in summer 2010, before this projectstarted. Researchers were selective in the sampling, but only to the extent of trying toensure a balance of male and female participants across the age range in a variety ofpositions (more information on the sample is presented in the next section). 11

16.
The role of career adaptability in skills supply – Technical reportThe initial approach to data collection was influenced by data protection considerations,which meant the University of Oslo researchers could not contact individuals directly. Thesample therefore includes many individuals with career paths with opportunities forprogression within large organisations. However, the focus of the project was to test thevalue of the concept of adaptability and the sample allowed us to compare the utility ofthe concept in a different setting to the UK sample. The sample was purposive and thereis no attempt to claim a broader representativeness to the Norwegian population as awhole.3.2 Norwegian sampleThe following provides an overview of the Norwegian sample. Data were derived from theinterview transcripts and records produced by the Norwegian researchers.Of the 32 interviewees comprising the Norwegian sample, 59 per cent (n=19) werefemale and 41 per cent (n=13) were male. A high proportion of the interviewees wereaged 40-49 years (78 per cent, n=25). Of the remaining, 13 per cent (n=4) were aged 30-39 years and 9 per cent (n=3) aged 50-59 years. The majority of the interviewees were infull-time employment at the time of the interview (88 per cent, n=28) and only 12 per cent(n=4) were engaged in part-time work.The following figure shows the breakdown of the Norwegian sample by gender, age andemployment status. 12

17.
The role of career adaptability in skills supply – Technical reportFigure 4 Characteristics of the Norwegian sampleBase: Norwegian sample of interviewees (n=32)The Norwegian interviewees were also questioned about their qualification level at thestart of their adult working life and their current highest qualification level (see Figure 5).A high proportion of the male and female interviewees (44 per cent, n=14) started theiradult working lives with a degree. The figure shows the range of qualifications attained bythe Norwegian sample. The qualification profile of the Norwegian sample has changedconsiderably when comparing qualification levels at career starts with current qualification 13

18.
The role of career adaptability in skills supply – Technical reportlevels. Several individuals have attained a Master’s qualification (31 per cent, n=10) or aDoctorate (3 per cent, n=1).Figure 5 Change in qualification level of Norwegian sampleBase: Norwegian sample of interviewees (n=32)Key: 1 School; 2 College/Naval college/VET college; 3 Craft; 4 Secretarial; 5 Nursing; 6 Physio; 7 Medic; 8 Degree; 9Postgraduate/Specialist qualification; 10 Master; 11 Doctorate; 12 Continuing Vocational Training (CVT)Interviewee work histories were also recorded. From this information, the sector in whichinterviewees started their career can be compared to the sector they are currentlyemployed in. The following table shows this information by gender. 14

20.
The role of career adaptability in skills supply – Technical reportFigure 6 Composition of the Norwegian sample by sectorBase: Norwegian sample of interviewees (n=32)Note: Cascot (Computer Assisted Structured COding Tool) was used for coding, for more information see:http://www2.warwick.ac.uk/fac/soc/ier/publications/software/cascot.Key: B Mining and quarrying; C Manufacturing; F Construction; G Wholesale and retail trade; Repair of motorvehicles and motorcycles; H Transportation and storage; I Accommodation and food service activities; JInformation and communication; M Professional, scientific and technical activities; O Public administrationand defence; Compulsory social security; P Education; Q Human health and social work activities; Other(unnamed) 16

21.
The role of career adaptability in skills supply – Technical report4 Data analysisThis section of the Technical Report outlines the process of data analysis undertaken forboth the data collected in the UK and Norwegian interviews. A framework for analysiswas developed to ensure a consistent approach across the two datasets. The followingprovides an outline to the process.The qualitative methodology adopted meant that individuals gave detailed accounts oftheir career pathway and experiences, so data was anonymised. During the process ofanalysis, real names were substituted by pseudonyms for all participants, plusinstitutional and organisational names were removed. Results have been entered into themain report as trends. Individual quotations, which have been used for illustrativepurposes in the main report, have also been anonymised.4.1 Developing the framework for analysisThe framework for analysis was developed from key issues and themes drawn both formthe literature and the findings of the European Commission survey into forms of individualcareer development and Continuing Vocational Training (Brown et al., 2010). Theframework for analysis focused on:• intra-personal characteristics, such as control and self-regulation, flexibility and openness, proactivity and planfulness;• mediating factors of career adaptability, such as learning and development experiences, context and opportunities, networks and career orientation;• factors associated with career adaptability, including career, self and environmental exploration, career resilience, career decisiveness and career decision-making; and• competencies for career adaptability.With this framework, competencies that need to be developed to increase careeradaptability in individuals were explored. 17

22.
The role of career adaptability in skills supply – Technical report4.2 Analysing and interpreting the results of the interviewsFor data analysis, extended profiles of the learning and career biographies of allparticipants were written using the interview recordings by each interviewer. This meantthat any subsequent analytical claims could be independently verified against the sampleas a whole. Case study summaries were then constructed to, firstly, provide a briefbiography of an individuals’ career and learning pathway and secondly to enable keyinformation and evidence to be extracted for analysis. A thematic analysis wasconducted. Throughout the process, results were reviewed and discussed amongst theresearch team. An analysis of the data allowed us not only to increase our understandingof career adaptability, but also to gain a comprehensive understanding of how it ismediated and how it can be fostered.Background information on each participant was also analysed to provide an overview ofboth the UK and Norwegian samples. Data are presented in Sections 2 and 3 of thisTechnical Report. 18

23.
The role of career adaptability in skills supply – Technical report5 Value of the concept of ‘career adaptability’The aim of this study was to assess and develop existing (national and international)knowledge about career adaptability, with particular emphasis on skills accumulation, inorder to provide a platform for the development and support of career adaptability in a UKcontext. The intention was to investigate the wider applicability of the concept of ‘careeradaptability’ by testing it in two different settings.A diverse range of career and learning pathways have been capturedA total of 32 interviews from the UK were successfully undertaken and analysed, togetherwith analysis of 32 interviews conducted in Norway in 2010. Data indicate that a diverserange of people were interviewed in the UK and Norway varying in gender, age,employment status, qualifications attained and sector of employment.The study has complemented and extended international studyThe study has been successful in capturing evidence of career adaptability. As such, ithas complemented and extended the on-going international study into the concept ofcareer adaptability, which is a key element in understanding successful labour markettransitions and accumulation of skills at the individual level. The psycho-social approachto career adaptability adopted by the international study has been effectivelyimplemented in this study. This approach has offered an exploration of the competenciesthat need to be developed to increase career adaptability in individuals.The methodology and analytical framework have been successfulThe interview guide and approach adopted was successful as they allowed individuals togive full and reflective accounts of their career pathway and experiences to enable abetter understanding of career adaptability. The methodology has been proved robust.The framework for analysis is well grounded in international research and literature on thesubject, and provides an approach that could be repeated and extended both in the UKand internationally. 19

24.
The role of career adaptability in skills supply – Technical reportComparison of the UK and Norwegian data have provided valuable insightsComparing data from The UK and Norway provided a rich collection of career stories tobe interrogated extending our understanding of career adaptability, its role in skillsdevelopment and the influence of particular labour market conditions. The rich data werethematically comparable.Evidence that the concept of career adaptability is usefulThe approach adopted enabled the measurement and evaluation of career adaptabilitywith a particular emphasis on what is means to be adaptable, how to foster adaptabilityand what the mediating factors may be with reference to skills accumulation anddevelopment.Evidence from this study indicates that the concept of ‘career adaptability’ is useful whenconsidering how skills can be developed over time in different contexts, together with theinfluences and barriers to skill development. As a result, this study has allowed for asignificant deepening of our understanding.Extending and modifying the investigationThe small sample for this study was constructed as a trial of the value of the concept of‘career adaptability’. The approach could easily be adopted so that specific populationscould be sampled, together with a survey of individual variation in orientation towardscareer adaptability. The process of interviewing could also be modified slightly, by gettingindividuals to provide a copy of their Curriculum Vitae prior to the interview, as this wouldenable more time to be spent investigating their career pathway and transitions. 20

25.
The role of career adaptability in skills supply – Technical reportAppendix 1: Career adaptability interview guide 21

26.
The role of career adaptability in skills supply – Technical report 22

27.
The role of career adaptability in skills supply – Technical report 23

28.
The role of career adaptability in skills supply – Technical reportAppendix 2: Participant consent form 24

29.
The role of career adaptability in skills supply – Technical reportBibliographyBimrose, J., Barnes, S.-A. and Hughes, D. (2008) Adult career progression and advancement: A five year study of the effectiveness of guidance. Coventry: Warwick Institute for Employment Research and the Department for Innovation, Universities and Skills. Available: http://www2.warwick.ac.uk/fac/soc/ier/publications/2008/eg_report_4_years_on_fin al.pdf. [Accessed 29th April 2008].Brown, A., Bimrose, J., Barnes, S-A, Kirpal, S., Grønning, T. and Dæhlen M. (2010) Changing patterns of working, learning and career development across Europe. Coventry: IER, University of Warwick. Available: http://www2.warwick.ac.uk/fac/soc/ier/people/abrown/publications/eacea_warwick_f inal_report_31st_may_2010.doc. [Accessed 14th December 2010].Savickas, M. (2008). Report of framework and follow-up studies (Meeting 19 July 2008). Berlin: Life-design International Research Group – Career Adaptability Project, Humboldt Universität. 25